RIDGE AND PARTNERS LLP

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1 GENDER PAY GAP REPORT 2017

2 RIDGE AND PARTNERS LLP Gender Pay Gap Report 2017 Annual Gender Pay Gap reporting became a legislative requirement for all companies with 250 or more employees in April Ridge and Partners LLP believes that it is an all-inclusive and diverse organisation where anyone can reach their full potential, we are keen to support this Government initiative and committed to carrying out the actions identified in this report. PAY AND BONUS GAP Whole Company MEAN MEDIAN Hourly Pay 29% 34% Bonus 46% 44% The above table shows our mean and median hourly gender pay gap at the snapshot date 5 April Bonus data is based on bonus eligible and bonus earned during the period Jan-Dec 2016 and paid in Our analysis of the gender pay gap shows that as a company we employ more men than women overall and that we have more men than women in our top quartile pay band while at the same time men are underrepresented in our lower quartile pay band.

3 Number of Employees Bonus Pay Gap 140 Administration Technical Whole Company 70% Q1 Q2 Q3 Q % % 80 40% 60 30% 40 20% 20 10% 0 0% Lower Lower Middle Upper Middle Top -10% Salary Pay Gap Q1 Q2 Q3 Q4 10% 5% 0% -5% -10% -15% -20% -25% -30% Whole Company Technical Administration -35% -40% -45% This is largely explained by the fact that we are a technical services company supporting the construction industry. Historically more men than women have chosen to enter these professions and whilst this has changed over recent years, it has yet to have a significant effect at the senior levels throughout the industry sector. As can be seen from the graphs above, most of the women employed at Ridge are working in administrative/support roles, which are lower paid and generally require fewer qualifications. At Ridge & Partners we are confident that men and women are paid equally for doing equivalent jobs across our business, and this is confirmed by the data in the graphs above, and in the data provided below. We continue to act to address any gaps and to make sure our policies and practices are fair. This includes actively reviewing decisions around recruitment, assessment, training and development, pay and bonus. PROPORTION OF ELIGIBLE EMPLOYEES RECEIVING A BONUS Men 70% Women 100% Eligibility for inclusion in a bonus scheme is restricted to relatively senior roles, and achievement of a bonus payment is based on various business and personal performance metrics. As more men than women are employed in our senior roles, more men than women are eligible for a bonus and this explains the gender gap regarding bonus. 100% of women eligible to participate in the bonus scheme received a bonus, compared to 70% of men receiving a bonus. We are confident that men and women in the scheme have an equal opportunity to earn a bonus.

4 PROPORTION OF MEN AND WOMEN IN EACH PAY QUARTILE LOWER QUARTILE LOWER MIDDLE QUARTILE UPPER MIDDLE QUARTILE TOP QUARTILE Men 53% 77% 83% 95% Women 47% 23% 17% 5% The table above illustrates the gender distribution across Ridge and Partners LLP, in 4 equal sized quartiles. Our Company Gender Pay Gap across the pay quartiles is: LOWER QUARTILE LOWER MIDDLE QUARTILE UPPER MIDDLE QUARTILE TOP QUARTILE -1% 0% 1% -9% 2% -1% 3% -2% SUMMARY Ridge and Partners LLP has grown rapidly in recent years in terms of turnover and headcount and are a multi award winning business. We are committed to addressing diversity in our business and are approaching this in several ways including working with schools and colleagues to encourage more women to enter the profession, reviewing our recruitment processes and making more senior jobs open to flexible working. We are also taking steps to ensure that our administrative jobs are more appealing to men, to encourage more men to join our workforce in lower paid occupations. I confirm that the data reported is accurate. Adrian O Hickey Senior Partner, Ridge and Partners LLP

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